Guidelines Oriented Job Analysis Software: AUTOGOJA

AutoGOJA Guidelines Oriented Job Analysis > Benefits of a Job Analysis

What are the Benefits of Performing a Job Analysis?

A job analysis consists of a thorough analysis of the job duties and knowledge, skills, abilities, and personal characteristics (KSAPCs) required for success in a certain position. However, a job analysis can sometimes take a substantial amount of time and effort. So why should an organization consider performing a job analysis?

The primary reason an organization will perform a job analysis is to ensure the selection procedures they use to choose between job applicants are valid and defensible. Practically speaking, a valid selection procedure is one that accurately measures the actual requirements of the job in a fair and reliable way. A valid selection procedure should measure only knowledge, skills, abilities, and personal characteristics that the job analysis has identified as being required to perform important and/or critical job duties. Essentially, a valid selection procedure should only measure the qualifications that are really needed for the job.

In the legal realm, a selection procedure is valid if it can be proven by an employer in litigation that it is "... job related and consistent with business necessity" (see Griggs v. Duke Power Co., 401 U.S. 424 ,1971), to address the requirements of the various federal Civil Rights Act. This standard is usually met (or not) by arguing how the selection procedure address, (1) the federal Uniform Guidelines on Employee Selection Procedures (1978); (2) professional testing standards, such as, but not limited to, the Society for Industrial and Organizational Psychology’s Principles for the Validation and Use of Personnel Selection Procedures (SIOP Principles, 2003) and the American Psychological Association’s Standards for Education and Psychological Testing (APA Standards, 1999); and three (3) court decisions that have examined the validity of employment testing in various settings.

Academically speaking, the SIOP Principles and APA Standards have adopted the same definition for validity: "The degree to which accumulated evidence and theory support specific interpretations of test scores entailed by proposed uses of a test."

Beyond this overlying benefit, there are several more compelling benefits to performing a job analysis:

  • Workforce planning -- An effective job analysis can work in tandem with an organization’s future-casting. By identifying the duties and KSAPCs for various job titles, HR professionals can match the needs of their organization with the talent of their current and future workforce.
  • Succession planning -- A strategy of workforce planning, HR professionals can use job analysis results to help fill key roles within their organization, now and in the future.
  • Training -- By basing training procedures on the findings of a job analysis, organizations are better equipped to identify the gaps or distances between the current workforce or a newly-hired workforce and the KSAPCs needed the first day of the job. HR professionals can consequently create job-specific or group/employee-specific training procedures.
  • Employee development -- Using the results of a job analysis, organizations may identify any gaps on an individual level and assist employees with their career management.
  • Compensation -- With an effective job analysis, organizations can ensure that job titles requiring similar duties and KSAPCs are being compensated similarly.
    With an effective job analysis, organizations can ensure that job titles requiring similar duties and KSAPCs are being compensated similarly.
  • ADA compliance -- Biddle Consulting Group’s patented GOJA job analysis (Guidelines-Oriented Job Analysis) process asks specific questions that are outlined by the 1990 Americans with Disabilities Act (ADA) to determine whether or not a duty is considered an essential function. Our GOJA process gathers information to assist the organization in deciding whether or not each duty is an essential function. If an employee can perform an essential function with or without reasonable accommodation, the employer must provide such an accommodation (unless it would incur an undue hardship, ADA, 1990).
  • Performance appraisals -- The results of a job analysis can allow an organization to develop an employee according to the specific needs of their job title. Additionally, organizations may also use the results of a job analysis to groom employees for promotion by training in areas that will contribute to a future position.

AutoGOJA Job Analysis Software is a hosted software solution that automates many steps necessary to complete a traditional job analysis. Qualified organizations may sign up for a FREE Basic Job Analysis account. This FREE service will allow an organization to complete a job analysis for one position. The account may be upgraded to allow for analyses to be performed on subsequent job titles.

The GOJA Manual is a manual (paper and pencil) solution that leads that leads an HR practician through the steps necessary to complete a traditional job analysis. Organizations opting to perform a manual job analysis may download our free Guidelines Oriented Job Analysis form. This 99-page job analysis booklet is free to download, print and use (without modification) for any number of job analyses.

Back To AutoGOJA Guidelines Oriented Job Analysis



Guidelines Oriented Job Analysis (GOJA™)
, Biddle Consulting Group's highly respected and legally tested job analysis process is now a fully functional and extremely powerful online job analysis system.

Designed to address the requirements of the federal Uniform Guidelines on Employee Selection Procedures the 1991 Americans with Disabilities Act (ADA), AutoGOJA will help employers collect the information necessary to defend their testing, selection, and compensation practices.

AutoGOJA is designed specifically for the human resource professional who needs to conduct the most legally defensible job analysis in a fast and efficient manner. Sign up for a free AutoGOJA account or request more information about AutoGOJA and Biddle's job analysis consulting services.

Conduct a thorough job analysis ONLINE!

Any employer can establish an FREE AutoGOJA account that will allow them to conduct job analyses online, anytime.

AutoGOJA Job Analysis Software Features:
.   Sign up for a FREE AutoGOJA Job Analysis account and perform a job analysis on a single job title. Upgrade your account to allow for more job titles at any time.
.   Easily create custom job analysis surveys by typing your own task or KSA statements right into the system or import lists of tasks or KSAs from any popular word processing or spreadsheet software.
.   Launch the survey by automatically sending a "link" to your subject matter experts or simply by copying the link into any browser.
.   The survey can be completed as part of a facilitated group meeting in a computer lab or the link can be distributed wherever employees work to ensure adequate geographic, shift, gender and ethnic representation in the job analysis sample.

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Easily complete linkages between knowledge, skill or abilities and the duties on the job.
.   Generate summary reports that will document those job duties that are critical to job performance as well as the knowledge, skills, and abilities that are both critical and which are required at entry to the job.
.   Generate a selection matrix or exam plan automatically.
.   Free regular system upgrades to enhance features based of feedback from users.

AutoGOJA basic account is completely FREE and will allow a complete job analysis for one job title. Account upgrades that will allow for job analyses on many job titles are available for an affordable annual subscription fee. Click to request your FREE AutoGOJA job analysis software account. Your account will typically be available within 48 hours of signing up.

Already have an account? Log in to your AutoGOJA job analysis software account here.

Questions? If you have questions regarding AutoGOJA, please email your inquiries to autogoja@biddle.com or call us at 1-800-999-0438 extension 181. We are happy to assist and your questions and comments are always welcome!

Upcoming User Training. Biddle Consulting Group sponsors regular training sessions in the form of free webinars available to all HR practitioners at BCG Institute for Workforce Development (BCGi). These valuable and informative training topics include:

. Affirmative Action Plan development . Adverse Impact analyses
. Test Validation methodologies . Job Analysis strategies
. Defining Your Applicant Pool . Compensation Analysis strategies
. Audit strategies . EEO Compliance issues


Additional Resources. We have assembled the following websites to help serve the human resources community with all of their software, consulting and services needs.

BCG Public Sector HR Solutions Provider: Personnel Recruitment, Assessment, and Selection Services

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OPAC Office & Software Skill & Ability Testing:

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CritiCall 911 Dispatcher/Calltaker Testing Software: Dispatcher, Calltaker, and Telecommunicator Pre-Employment Testing Software

Research indicates that 80% of newly-hired telecommunicators who leave before the end of their probation do so because they had inadequate job-related knowledge, skills and abilities. CritiCall is software that tests applicants for critical skills & abilities necessary for success in today's complex -- and stressful -- dispatching environment.

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CritiCall for Contact Centers (C4):

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ENCOUNTER Video Situational Judgment Testing:

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AAP Software and AAP Outsourcing Solutions:

Affirmative Action Plan Development Options - BCG offers a variety of AAP development options ranging from AutoAAP® affirmative action planning software to affirmative action plan outsourcing with a team of tenured consultants that can develop an organization's entire set of affirmative action plans and more.

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phone: 800.999.0438 x.118
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AAP Software and AAP Outsourcing Solutions

Biddle Consulting Group Human Resources Solutions:

Established in 1974, Biddle Consulting Group (BCG) is a human resources consulting firm specializing in Equal Employment Opportunity (EEO) litigation support, Affirmative Action (AA), test validation and development, and cutting-edge software. This narrow focus allows us to provide consulting services and software with a high level of competency and expertise that benefits our clients, our company, and the industry we serve.

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